Recruitment And Selection Process Theory Pdf
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Human Resource Management: Scope, Analysis, and Significance
This study aims at demonstrating how social media shape the recruitment and selection processes of individuals in developing countries. It further explores the impacts of social media on business productivity, cost efficiency, widening of search, less employee turnover and competitive advantage mediated by adopting e-recruitment processes. This research adopts social network theory to discuss the findings and highlight the new mechanisms that legitimise business manipulation in e-recruitment process by exploring the usage of social media. Secondary data based on literature review is triangulated with 37 semi-structured qualitative interviews with managerial and non-managerial members of staff. The findings show that e-recruitment has immense advantages to businesses. However, the authors also consider the dark side of social media and e-recruitment process by considering social network theory as a manipulation tool in organisations of developing countries. Having adopted the social network theory, this research highlights the new mechanisms that legitimise business manipulation in e-recruitment process.
Skip to search form Skip to main content You are currently offline. Some features of the site may not work correctly. The purpose of this article is to report on findings of an empirical investigation conducted at the Department of Justice and Constitutional Development. The aim of the investigation was to ascertain the status of current practices and challenges regarding the processes and procedures utilised for recruitment and selection. Based on these findings the article further outlines the design of a comprehensive process model for human resource recruitment and selection for the Department. Save to Library.
Process of Recruitment
Human resource planning is of crucial significance to an organization for formulating and implementing strategy for achieving its goals. For the past twenty odd years, it is being seen that organisations are trying to match the characteristics of their people with their business strategies Schuler and Jackson, Considering that employees play the most pivotal part in making a business successful, when expansion or growth is aimed at as a part of business strategy the personality traits, skills, perspectives, ability, values and knowledge of employees become crucial. Therein comes a need to adopt a strategic approach to Human Resources, in particular the recruitment and selection process. It will first look what constitutes a strategic approach to human resource management in general by discussing various available models of aligning HR strategy with the business strategy.
Recruitment refers to the overall process of identifying, attracting, screening, shortlisting, and interviewing, suitable candidates for jobs either permanent or temporary within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment , commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies which support all aspects of recruitment have become widespread, including the use of Artificial Intelligence AI. Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies.
Human resource management HRM , the management of work and people towards desired ends, is a fundamental activity in any organization in which human beings are employed. It is not something whose existence needs to be elaborately justified: HRM is an inevitable consequence of starting and growing an organization. This article focuses on the scope of HRM and its major subfields. While there are a myriad of variations in the ideologies, styles, and managerial resources engaged, HRM happens in some form or other. It is one thing to question the relative performance of particular models of HRM in particular contexts or their contribution to enhanced organizational performance relative to other organizational investments, such as new production technologies, advertising campaigns, and property acquisitions.
Recruitment refers to the process of identifying and attracting job seekers so as build a pool of qualified job applicants. The process comprises five related stages, viz a planning, b strategy development, c searching, d screening, e evaluation and control. The ideal recruitment program is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization when offered. Thus, to approach the ideal, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for individuals with the appropriate qualifications and interests, what inducements to use or avoid for various types of applicant groups, how to distinguish applicants who are unqualified from those who have a reasonable chance of success, and how to evaluate their work. The first stage in the recruitment process is planning.
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questionnaire on HRM and recruitment and selection (HRMRS) was addressed to Western Management Theories and Practices in the. Chinese is devolved to line management, and whether recruitment and selection processes, methods.